1. Selection Team 7 Svetlana Velikanova Vesa Mikkola

2. Selection Process Hiring decision Medical exam/drug test Panel interview Preliminary selection Employment testing Initial interview Background investigation Online application completion and review *Applicant can be dropped at any level

3. Application Completion & Review  Online application form  Applicant info straight to HRIS database  BP employees looking to change jobs receive priority over “outside” applicants in order to emphasize promotion from within  Applications reviewed and ranked according to job specific keywords  Possible hits are moved to next level  Resume and associated material reviewed

4. Background Investigation  References and work history checked  Applicant reliability assessed at an early stage to screen out mismatches and provide extra information for interviews  References provide extra insight on applicants’ will-do factors based on previous behavior  Purpose is to provide supplementary information about applicants  Background check involves credit check, criminal record, university degrees, driving records etc.

5. Initial Interview  Interviews to be conducted at HR Department in Finland initially  Trained HR interview specialist conducts and reviews interviews (evaluation)  Behavioral description interview (BDI) approach used, increases validity  Evaluation similar to Eddie Bauer approach  Interviewer evaluation determines whether applicant is dropped or advanced

6. Employment Testing  Testing more concerned with applicants’ aptitude capabilities  Outsourced online testing – HR department receives applicant profile  HR department determines whether applicants are an organizational fit  Psychological, logical, honesty, leadership and teamwork testing required  Results are weighted job specifically i.e. leadership more important for management duties

7. Preliminary Selection  Group of HR specialists (interviewers, managers) meet and rank applicants in terms of previous performance  Good fits are invited to panel interview  Multiple cutoff model is incorporated throughout the selection process

8. Panel Interview  Panel format increases validity  Panel consists of HR specialists as well as job related fields  BDI technique incorporated  Takes place at HR department in Finland  Evaluation based on results of job requirement questions  Applicants who go to the next level are required to take a medical and drug test (outsourced)

9. Hiring Decision  Most critical step in process  HR Manager approves hiring decisions for management level positions  Best fit according to the needs of BPC offered the job, contracts etc. agreed on  Decision strategy entails: need for diversity, career advancement within BP, promotion from within, etc.  Rejected applicants receive polite notice of denial

10. Process Variation  The selection process will vary depending on the job in question i.e. executive or management level  Interview techniques different according to job level (executive interview will tend to be nondirective by nature)  Supervisors or managers may be involved in the selection process if needed  Selection process will coincide with job requirements and specifications mentioned before i.e. tailored for the job in question  Trainee level hires are assigned mentors from respective fields or disciplines

11. Other Important Issues  Cost Considerations: outsourcing of employment and medical exams reduces costs, other selection processes done in-house to ensure organizational needs are given priority - Opportunity cost reduced as right person is hired for the correct job  Validity & Reliability: ensured by rigorous selection process, also by BDI technique, panel interview stage and various other tests - Reliability is ensured by standardized testing i.e. online application, employment tests (job specific)

12. More Important Issues  Company intranet (job posting system) ensures international applicants as BP is a multinational corporation  Selection process the same across BPC affiliates, only variance by job position  Most basic job is center manager trainee position, promotion and retention within the company emphasized